Impasse Presentation
Before Tom Young, Special Magistrate
Sumi Helal, Professor of Computer & Information Science & Engineering
UFF-UF Chief Negotiator and
Candi Churchill, UFF Service Unit Director
John Biro, Professor of Philosophy, bargaining team member and former UFF-UF President
Agnes Leslie, Senior Lecturer in the Center for African Studies, bargaining team member
Raúl Sánchez, Associate Professor of English, bargaining team member
&
Susan Hegeman, Professor of English, UFF-UF President
For more information, UFF can be reached at:
bargaining@uff-uf.org
tel 352.519.4130
www.uff-uf.org
Nov 18, 2015
Issues at Impasse
1.
2.
3.
4.
5.
Effective Date
Promotion Increases
General Salary Increases
Salary Increases for P.K. Yonge Faculty
Starting Salary
Issue 1: Arbitrary Effective Date
Since 2010 (date of first local CBA) salary increases have been effective
at beginning of a faculty member’s annual appointment.
• Article 24.2 of 2013-16 CBA: All salary increases and adjustments
referenced in this Article shall become effective retroactive to the
beginning of the faculty member’s annual appointment, unless
otherwise specified below.
• 12-month employees’ appointments begin July 1; 10-month
employees appointments begin August 10; 9-month employees’
appointments begin August 16.
• Only one exception has been made since 2010: in 2013, both
parties agreed to hold raises until October 1, to coincide with
dispersal of monies for a State-mandated (non-BOT) raise.
BOT has insisted on an exception, showed no movement,
and refused to negotiate their position that 2015 raises
begin January 1, 2016.
Issue 1: Arbitrary Effective Date
• A January 1, 2016 effective date will devalue the
net 2015-2016 raises by up to 50%.
Unit Base Salary:
$146,609,894
UF proposal (2.5%)
Total cost of 2015-2016 raises if
effective mid-Aug 2015*
$3,665,247
Total cost of 2015-2016 raises if
effective Jan 1, 2016*
$1,832,623
Difference (raise money taken
away from faculty)
$1,832,624
Effectively only
a 1.25% raise
for 2015-2016.
• Despite repeated requests, no reasons were
provided by the BOT as to the choice of this
delayed effective date.
* Assuming 9-month employees -- the majority of the faculty.
Issue 2: Low Promotion Increases
• UF promotion raises are among the lowest in the
State University System.
• Promotions are awarded after rigorous peer
review process. Raises awarded upon promotion
are therefore merit increases.
• Promotion increase proposals have been rejected
by the BOT without explanation for at least two
rounds of negotiations.
• The BOT also claims that promotion increases are
not a legitimate subject of bargaining in the
currently open salary article.
Issue 2: Low Promotion Increases
UF
FSU
UNF
USF
FIU
UWF
FGCU FAU
UCF
Full
Professor
9%
15%
12.5% 9% +
$7000
12%
13%
12%
12%
9%
Associate
Professor
9%
12.%
12.5% 9% +
$5000
10%
9%
9%
9%
9%
NTT (nontenure-track
9% for 12.5% 12.5% 6%
NTT
1st
1st
prom prom
9% for otion otion
PKY
15%
12.5%
2nd
2nd
prom prom
otion otion
10%
1st
prom
otion
9%
9%
1st
prom
otion
9%
1st
prom
otion
9%
12%
2nd
prom
otion
12%
2nd
prom
otion
12%
2nd
Prom
otion
Issue 3: Non-Competitive Salaries
Questionable Salary Rates and Procedures
Violations of
merit raise
procedures
One of the
lowest salaries
among
national peers
No inflation &
cost of living
adjustments
Salary
Issues
Issue 3: Salary
No Cost of Living Adjustments
• The need for cost-of-living adjustments has
been ignored by the UF-BOT for over 5 years.
– Except for a 2013 increase--provided by the state,
not by UF--nothing has been done to help faculty
cope with a 5-year cumulative inflation of 9% in
the State of Florida (worse, when you factor in the
3% state-mandated employee retirement
contribution).
– This while raises for administrators have far
exceeded the inflation rate.
Faculty Cost-of-Living Raises
Compared to Inflation Rate
10
9
8
7
6
5
4
3
2
1
0
% inflation
% across the board
2011
2012
2013
2014
Inflation Percent Change: Figures taken from Table A, South Region CPI-U, all items 12-month changes for
October 2011 (3.7%), 2012 (2.1%), 2013 (1.3%), and 2014 (1.6%) (US Bureau of Labor Statistics, South Region).
Increases compounded to show cumulative effects.
Faculty Salary Percent Change: Figures from salary agreements 2011-2014. No cost of living increases given,
except for 2013, when the state allocated $1000/$1400 across-the-board increases (average: 1.75%). Increases
compounded to show cumulative effects.
Inflation Rate as Compared with Raises:
Upper Administrators
16
14
12
10
8
6
4
2
0
% inflation
% raise upper
admin
2011
2012
2013
2014
Upper Administration Salary Percent Change: 20 upper administrators from all colleges and schools across the university,
ranked Associate Dean to Provost, were selected based on their having remained in their position at UF during the period
2010-2014. The selection is comprised of 11 Associate Deans, 4 Deans, 1 Dean and ASO VP, 2 ASO Provost, 1 Sr. VP, and 1
Provost and Sr. VP. Units represented are: Arts (2), Business (3), CLAS (2), COE (1), DCP (2), Engineering (2), Grad School
(1), Health Affairs (1), HHP (1), Medicine (2), Provost (3). Their salaries were identified using public records available
through the UF Office of Institutional Planning and Research. If they received salary under multiple appointments, those
salaries were added together to account for 1.0 FTE salary. The percent change in salary per year was calculated, as well
as the percent change from 2010-2014. These figures include the state-allocated $1000/$1400 across the board
increases. Increases compounded to show cumulative effects.
Issue 3: Salary
Unenforced Merit Raise Procedures
Exhibit
• UFF-UF encourages a balanced mix of merit and
Cost-of-Living adjustment raise.
• UFF-UF is opposed to so-called Merit Raises that
lack the required process as per Article 24.
• UFF-UF requested that the BOT ensure that merit
raise distribution procedures are in place as
required by the CBA.
• The UFBOT ignored UFF-UF’s requests to work
together in good faith to resolve these matters.
Merit Pay Procedures as Agreed to in
the 2013-16 CBA
Merit pay criteria must be established in the unit Bylaws, approved
by a secret faculty vote.
9.2 Development and Approval of Bylaws (c) Faculty Proposal. The faculty members in each unit, in conjunction
with the chair, shall develop and maintain bylaws. Provisions in the bylaws relating to tenure, promotion, merit
salary increases, market equity salary increases, and performance evaluations must be approved in a secretballot vote by a majority of all affected faculty in the relevant unit who are eligible to vote on the matter under
consideration. The proposed bylaws shall be forwarded for approval to the dean. If the chair and the other
faculty are unable to reach agreement on an issue, both the chair’s proposal on that issue and the proposal
approved by a majority of the faculty shall be submitted to the dean.
24.4 (g)(3) Qualifying Criteria for Merit Increases. Merit increases must be determined using existing
criteria which have been established by the faculty, chair, and dean of each unit, consistent with the terms
and provisions of this Agreement.
The Chair or Director must consult with a faculty committee on
merit pay decisions.
24.4 (g)(3) (a) Merit salary increases shall be distributed to faculty members who qualify under the unit’s
criteria. In determining who receives a merit increase, the chair or equivalent supervisor shall consult with the
unit’s committee responsible for merit pay considerations.
Tenure-track and non-tenure track faculty must be eligible under
the merit pay criteria. 18.6 (a)1 & 18.6 (a)2
Unit Compliance with CBA-mandated
Merit Pay Procedures
Exhibit
35%
compliant: 33
65%
not compliant: 18
$1,795,230 of “merit” raise funds were distributed to
503 faculty in 18 non-compliant departments in 2014-15.
Source: Information supplied by UF as a grievance resolution along with research by
UFF through individual unit administrators (Fall 2015)
Comparison of SUS Salaries
University
Carnegie
Classification
Professors
ASO Prof
ASST Prof
Instructors/
Lecturers
UF
USF Main
Campus
RU/VH
$126,072
$84,969
$78,237
$59,202
RU/VH
$108,522
$78,525
$65,826
$47,439
UCF
RU/VH
$119,223
$81,918
$69,741
$54,432
FSU
RU/VH
$112,329
$79,281
$81,495
$36,900
FIU
RU/H
$119,898
$89,955
$80,901
$75,825
FAU
RU/H
$97,218
$71,100
$68,661
$48,159
UWF
DRU
$93,078
$67,086
$63,675
$47,331
FAMU
DRU
$89,685
$74,763
$59,364
$54,144
FGCU
Masters L
$97,335
$71,379
$62,964
$46,764
UNF
USF St.
Petersburg
USF Sarasota/
Manatee
Masters L
$94,365
$69,192
$60,660
$46,485
Masters M
$121,194
$79,605
$59,958
$57,159
Masters M
$116,955
$85,428
$70,335
$51,795
KEY: RU/VH=Research University, Very High Research Output; RU/H=Research University High Output;
DRU=Doctoral Research University; Masters L=Large MA University; Masters M=Medium MA University
Source: 2013-14 AAUP Faculty Salary Survey Chronicle of higher Education, April 7, 2014.
UF Salaries Compared with
Other State Universities
• In-state comparisons are misleading.
• UF competes nationally—even globally—not locally or regionally.
• The Florida Legislature and UF are committed to UF’s achieving “top
ten” status among all public universities in the nation.
We’re taking what we’re great at and making it world-class. We’re
extending the reach of our efforts, so we can help even more people in
even more places. And by transforming the state’s flagship university into
a truly global university, we’re showing the world that the Gator Good is
the greater good. http://ufpreeminence.org/
• UF is the only university in Florida that belongs to the prestigious,
62-member Association of American Universities (AAU).
• Even within the SUS, salaries are higher at other Florida
universities at ranks below professor.
Issue 3: Salary
Faculty Salaries Lag Behind Peer Institutions*
University of California, Berkeley
University of Illinois, Urbana-Champaign
Indiana University, Bloomington
University of Michigan, Ann Arbor
University of North Carolina, Chapel Hill
Ohio State University, Columbus
Pennsylvania State University
Texas A & M University
University of Texas, Austin
University of Wisconsin, Madison
* “Peers” as designated by the Office of Institutional Planning and Research, University of
Florida: http://ir.aa.ufl.edu
Full Professors
Institution
Average salary, 2014
U California, Berkeley
165,400
U Michigan, Ann Arbor
156,900
UNC, Chapel Hill
146,700
U Texas, Austin
145,400
U Illinois, Urbana-Champaign
145,000
Pennsylvania State U
140,600
Ohio State U
139,200
Indiana U, Bloomington
132,600
U Florida
128,300
Texas A & M
128,200
U Wisconsin, Madison
123,500
Source: 2013-14 AAUP Faculty Salary Survey Chronicle of Higher Education, April 7, 2014. http://chronicle.com/article/2013-14AAUP-Faculty-Salary/145679/#id=table
Associate Professors
Institution
Average salary, 2014
U California, Berkeley
110,200
U Michigan, Ann Arbor
103,900
UNC, Chapel Hill
98,100
Pennsylvania State U
96,900
U Illinois, Urbana-Champaign
96,200
U Texas, Austin
94,400
Ohio State U
94,100
U Wisconsin, Madison
93,300
Indiana U, Bloomington
90,700
Texas A & M
88,100
U Florida
85,100
Source: 2013-14 AAUP Faculty Salary Survey Chronicle of Higher Education, April 7, 2014. http://chronicle.com/article/2013-14AAUP-Faculty-Salary/145679/#id=table
Assistant Professors
Institution
Average salary, 2014
U California, Berkeley
99,200
U Illinois, Urbana-Champaign
90,200
U Michigan, Ann Arbor
89,600
U Texas, Austin
88,500
Pennsylvania State U
85,000
Ohio State U
84,800
Indiana U, Bloomington
83,000
U Wisconsin, Madison
81,600
UNC, Chapel Hill
81,100
Texas A & M
80,400
U Florida
76,200
Source: 2013-14 AAUP Faculty Salary Survey Chronicle of higher Education, April 7, 2014. http://chronicle.com/article/2013-14AAUP-Faculty-Salary/145679/#id=table
UF Cost of Living Compared to Peers
$78,200 in Gainesville is
equivalent to
109,170
83,9155
80,523
80,368
78,200
77,271
74,251
72,083
71,232
69,606
68,135
at
U. California, Berkeley
U. Wisconsin, Madison
U. Michigan, Ann Arbor
Pennsylvania State U.
U. Florida
Texas A and M U.
U. Illinois, Urbana-Champagne
U. Texas, Austin
U. North Carolina
Indiana U., Bloomington
Ohio State U.
Source: Cost of Living Calculator, https://www.nerdwallet.com. Accessed 11/11/15
Peers Ranked by Cost of Living with
Salary Comparisons
$78,200 =
Assistant*
Associate*
Full*
U. Ca. Berkeley
109,170
97,600
108,300
162,500
U. Wisconsin
83,9155
77,300
84,600
113,300
U. Michigan
80,523
87,900
102,500
154,700
Penn State U.
80,368
70,900
92,000
138,200
U. Florida
78,200
78,200
85,000
125,900
Texas A and M
77,271
76,200
87,600
129,300
UIUC
74,251
86,700
95,000
140,700
U. Texas
72,083
88,100
92,900
137,900
UNC
71,232
82,800
95,400
143,700
Indiana U.
69,606
79,000
90,900
132,200
Ohio State U.
68,135
78,200
87,700
129,400
Figures marked in green are salaries that are HIGHER than UF’s at rank, even where
cost of living is LOWER than UF’s.
Officially-Announced BOT Position
Our highest priority is securing the funds for raises for our
excellent faculty and staff.
This is important in part to make up lost ground in rewarding
employees for their performance – performance that remained at
a high level during the prolonged economic downturn despite
years without raises and added workloads due to attrition and
hiring freezes.
Boosting our employee compensation will also help ensure that we
pay salaries that are more competitive with our peer universities
nationally. This is key as we emphasize attracting accomplished
faculty as part of our Preeminence Plan to rise among the nation's
top public universities.
President Bernie Machen, March 18, 2014,
http://info.uff.ufl.edu/UFAA/President/GatorsForHigherEd_20140317.htm
Officially-Announced BOT Position
• We also appreciate that competitive salaries
and support are critical in attracting and
retaining the world’s best faculty and
graduate students. We are committed to
achieving employee compensation and
graduate student stipends that match our
peers.
President Kent Fuchs, “An Opportunity to Lead,” State of the University Address
to the Faculty Senate, Sept. 24, 2015
Actual BOT Position on Salary Issues
• BOT refuses to:
– provide cost-of-living adjustment increases for
faculty, despite inflation
– limit merit raises to those units with established
merit criteria and procedures as required by
Article 24
– act on the fact that UF faculty salaries are in
general trailing peer institutions (according to the
BOT’s own list)
– consider the ill effects of salary compression and
inversion on retention and faculty morale
Faculty Morale is Low
Question 17 from the 2015 UFF-UF Faculty Climate Survey:
The administration gives clear indication that it values my success and
respects my work:
Unable to Judge
Strongly Disagree
Somewhat Disagree
49%
strongly or
somewhat
disagree
Neutral
Somewhat Agree
Strongly Agree
0.00%
5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00%
Unable to
judge
Strongly
Disagree
Somewhat Neutral
Disagree
Somewhat
Agree
Strongly
Agree
Total
responses
1.60%
31.67%
16.90%
22.78%
11.57%
562
15.48%
Faculty Morale is Low
Question 19 from the 2015 UFF-UF Faculty Climate Survey:
I would leave UF if I were offered a comparable job elsewhere and personal
factors did not keep me here:
Unable to Judge
Strongly Disagree
62%
strongly or
somewhat
agree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% 45.00%
Unable to
judge
Strongly
Disagree
Somewhat Neutral
Disagree
Somewhat
Agree
Strongly
Agree
Total
responses
1.60%
9.61%
9.96%
21.88%
39.86%
562
17.08%
UF’s Ability to Pay
2013-2014: UF’s Ability to Pay
President Bernie Machen
Exhibit
2013-2014 Annual Financial Report, University of
Florida, p. 4 (http://www.fa.ufl.edu/wpcontent/uploads/AFR/UF_AFR_2014_indexed_4.p
df)
2013-2014: UF’s Ability to Pay
Vice President & Chief Financial Officer
Exhibit
From MANAGEMENT’S DISCUSSION AND ANALYSIS:
• Page 12
The University’s assets totaled $3.2 billion at June 30, 2014. This balance reflects a $201.5
million, or 6.6%, increase from the 2012-13 fiscal year.
• Page 17
[The State of Florida’s]…favorable economic outlooks are echoed in the State budget for the
coming fiscal year which includes more than $100 million in new funding for the University of
Florida.
This reflects an extraordinary level of support from the Legislature and the Governor for the
University of Florida and the goal to become one of the nation’s top ten public research
universities.
The budget for the 2014-15 fiscal year includes an additional $25.9 million in recurring dollars
for meeting the performance metrics developed by the Board of Governors. An additional $5
million was added to the preeminence initiative, bringing the total to $20 million per year.
2013-2014 Annual Financial Report, University of Florida, p. 4 (http://www.fa.ufl.edu/wpcontent/uploads/AFR/UF_AFR_2014_indexed_4.pdf)
2003-2014: UF’s Growing Ability to Pay
Exhibit
$6,000,000,000
$5,000,000,000
$4,000,000,000
$3,000,000,000
$2,000,000,000
$1,000,000,000
$0
30-Jun-03
30-Jun-14
Total Reporting Entity: University, Direct Support Organizations, Health Science Center Affiliates, Shands Hospital & Others
Source: Florida Auditor General: http://www.myflorida.com/audgen/pages/subjects/financial.htm
2003-2014: UF’s Growing Ability to Pay
$2,500,000,000
$2,000,000,000
$1,500,000,000
$1,000,000,000
$500,000,000
30-Jun-03
$0
30-Jun-14
Reporting Entity: University
Source: Florida Auditor General: http://www.myflorida.com/audgen/pages/subjects/financial.htm
Ability to Pay: Unrestricted Net Assets
University of Florida Unrestricted Net Assets
In millions
$180.00
$161.20
$160.00
$140.00
$120.00
$148.60
$124.40
$111.40
$109.90
$119.30
$100.00
In millions
$80.00
$60.00
$40.00
$20.00
$0.00
2009
2010
2011
2012
2013
2014
Source Florida Auditor General:
http://www.myflorida.com/audgen/pages/subjects/financial.htm#bmu
2015: UF’s Continued Ability to Pay
President Kent Fuchs
Our financials are solid. Legislative leaders this spring provided
UF with a new $19 million for meeting performance goals,
allowing us to invest in our people, including $1 million in raising
the minimum wage from $10 to $12 per hour. The state added a
new $5 million in preeminence dollars, enabling us to add new
faculty to our recent hires across campus.
Faculty set a research funding record of $707 million this past
year.
Alumni and friends for the first time gave over $300 million, for a
new record of $315 million in gifts and commitments.
-- President
Kent Fuchs, “An Opportunity to Lead,” State of the University Address to the
Faculty Senate, Sept. 24, 2015
UF’s Ability to Pay Continues to Grow
From the UF 2014-15 Financial Report received Monday Nov 16th:
Exhibit
• Referring to the chart titled “Statement of Revenues, Expenses and
Changes in Net Position,” one sees an increase in Net Position of
$261,988,000 for fiscal year 2014-2015, much larger than the increase for
2013-2014 of $119,831,000 or any other year dating back to 2002-2003.
• “The modest economic conditions are reflected in the State budget for the
coming fiscal year which increased overall by $37.7 million. The budget for
the 2015-2016 fiscal year includes $39.8 in performance funding
allocation and a reduction of $7.1 million in other non-recurring items. An
additional $5 million was added to the preeminence initiative enabling the
University to add new faculty.” (page 8)
UFF-UF’s proposed raise rate of 5.25% amounts to 20.4% of the $37.7 million
overall budget increase, while the BOT’s proposed rate of 2.5% amounts to
9.7% of the overall budget increase. BOT is equally able to allocate 20.4% or
9.7% of additional money for raises, if faculty salaries are truly a priority as
current and former UF presidents claim.
2015: UF’s Continued Ability to Pay
Unrestricted Net Assets
Florida Statutes Section 1011.40(2) requires that:
If at any time the unencumbered balance in the education and general fund of the
university board of trustees approved operating budget goes below 5 percent, the
president shall provide written notification to the Board of Governors.
•
The 5% threshold for UF’s “unencumbered balance” (unrestricted net assets) would be
an ending fund balance of $34.7 million.
•
Yet the 2015 unrestricted net assets (reserves or fund balance) is $1,474,510,000 ($1.5
billion) including all reporting entities.
– The 2015 unrestricted net assets for the “University” entity is $112 million.
•
In total 2015-16 UF operating budget, UF has an ending fund balance of 29.2% of total
revenues.
Sources:
September 2-3, 2015 Board of Governors Meeting
2015 UF Financial Statement
Calculations by UFF’s
UFF’s Position is in the Public Interest
UF’s mission is to offer the best possible
training for the children of Florida’s citizens
and those who will make Florida their
home. Attracting, developing, and retaining
the best possible faculty serves this mission
and the public good.
UFF’s Position is in the Public Interest
Because UF is a public institution, it should
conduct its negotiations in an open and
transparent manner. A large portion of UF’s
assets, which number in the billions of
dollars, come from public funds. We have
asked the BOT for clear reasons why it will
not address UF’s finances as they relate to
faculty salaries, but they have refused.
UFF’s Position is in the Public Interest
Proposed Settlement
Effective Date
Cost of Living
Adjustment
Exhibit
P.K. Yonge Salary
Increases
All salary raises and
promotional
increases are
effective beginning of
faculty members’
annual appointment.
2.75% cost-of-living
adjustment.
Promotion
Increases
Merit Raise
Starting Salary
2.5% raise pool to
units that comply with
merit procedures in
the CBA. Monies
distributed to noncomplying units on an
across-the-board basis.
Contributions to
further compression or
inversion by new hires
shall be matched by
contributions to unitspecific compressionequity-fund.
Upon promotion,
faculty at all ranks
(incl. NTT and P.K.
Yonge) shall receive a
salary increase of
15% of their base
salary.
5.25% of PKY salary base
paid across-the-board
(incl. annual performance
adjustment as per
Appendix E).
Remove Waivers: 24.5 Administrative Discretionary Salary Adjustments.
24.11 Grievability.